- encourage and reward members w/ positive roles
- ID and discourage neg. roles
- understand roles u play as team leader- and those u need not play
- do all you can to minimize role conflict and role ambiguity

--> Conflict and disagreement among members are likely as members become more assertive and personalities clearer
Traits:
- arguing, conflicts
- confusion about roles
- sharp fluctuations in attitude
- theres conflict b/w individ and team duties
- task is organization

What are the leader strategies in the storming stage?

- take a positive focus
- reinforce ground rules
- deal openly w/ conflict
- reassure the team that conflict is normal
- use team tools

What is the norming stage and what are the group traits?

--> conflicts have largely been resolved, the team becomes more cohesive, members settle into roles, and norms, values and expectations develop
Traits
- harmony
- sharing and discussing
- team cohesiveness
- establishing and maintaining group norms
- task is communication
--> average to good team performance

What are the 11 steps in the bottom line process of managing stages of team development?

1. Help members to become acquainted
2. Complete simple tasks to get team to start working together
3. Clarigy purpose of team and its objectives
4. Create team ground rules and develop project timeline
5. Define Roles of each member
6. Create meeting agendas to structure team process
7. Work through member issues or Conflicts related to team
8. Reinforce teams identity and ensure balanced participation in decisions
9. Gradually give team more autonomy
10. Encourage team to facilitate self
11. Celebrate teams successes

What are 7 reasons why managing teams is not just common sense

1. Some employees don't like job performance dependent on others
2. Each team member has a unique personality and workstyle that may not be compatible w/ others
3. Political factors create barriers
4. Unclear Primary objectives
5. Many ways to implement teamwork- confusion on how to define teamwork given the task
6. Roles not clearly defined
7. Culture may not support teamwork

Which team systems model views a team as a system of interrelated parts -- where how well the system is managed determines the outcome?

The McCaskey Framework for Analyzing teams

What are the 3 Practical implications for the McCaskey Framework for analyzing teams?

1. Monitor each dimension of model on an ongoing basis
2. Evaluate degree of fit or alignment b/w dimensions
3. Take action to modify dimensions for better fit or alignment (this will enhance effectiveness of whole team

Hot Groups

- have extremely high levels of team spirit, excitement, and energy
- teams w/ high levels of team spirit (cohesiveness) are more effective at acheiving their goals

- members of cohesive teams--> communicater better w/ one another, are more satisfied, and feel less tension and anxiety

- make room for spontaneity
- select talented people and respect their self-motivated ability
- break down barriers
- use imfo technology to build relationships
- encourage intellectual exchange
- value truth and the speaking of it

--> PICK BEST PEOPLE FOR THE TEAM, given the task, TRUST & GIVE THEM THE AUTONOMY THEY NEED

How to develop team cohesion

- make it attractive to be a team member
- implement a severe initiation process to become a member
- keep the team small
- arrange the work environ to enhance physical proximity
- enhance team identity
- praise and publicize team accomplishments
- emphasize external threats and pressures to the team
- promote formal and informal interaction
build a history of success for the team

According to Hill's Triangle of Relationships Model what is an effective manager?

An effective manager/ leader needs to balance all relationships

What are Maxwell's 17 laws of teamwork?

1. Significance (1 is too small to acheive greatness)
2. Big Picture (goal more important than role)
3. the Niche (all have a place where they add the most value)
4. Mount Everest (as challenge escalates, need for teamwork escalates)
5. The Chain (strength of team impacted by weakest link)
6. The Catalyst ( winning teams have players that make things happen)
7. The Compass (vision gives members direction and confidence)
8. The Bad Apple (rotten attitudes ruin a team)
9. Countability (memebers must be able to count on eachother when it counts)
10. Price Tag (team fails to reach its potential when it fails to pay price)
11. ScoreBoard (team can make adjustments when it knows where it stands- can't manage what u can't measure
12. The Bench (great teams have great depth- need to invest in training/ development of members)
13. Identity (shared values define team
14. Communication (interaction fuels action
15. The Edge (diff b/w 2 equally talented teams is leadership)
16. High Morale (when U'r winning, nothing hurts- strong teams can overcome obstacles)
17. Dividends (investing in the team compounds overtime

How is a team-based organization like a stack of boxes?

--> layers of support must be built around teams to enable them to be successful (interdependent)

What are the layers of a team-based organization (starting from the bottom)

What are the 9 steps in the bottom line process model for running effective team meetings?

1. Define objectives of the meeting
2. Schedule an appropriate day/time for the meeting
3. Develop a meeting agenda that supports objectives- realistic of time
4. Start meeting on time w/ a "check-in" and brief overview of meeting
5. Assign a scribe and timekeeper
6. stick to meeting agenda
7. use appropriate team tools to ensure the involvement of all members in key discussions and decisions
8. set time, date, location and objectives of next meeting
9. end on time w/ a "check-out"